Acre has been pioneering Corporate Responsibility and Sustainability recruitment since 2003. We catalyze the integration of Corporate Responsibility and Sustainability in partnership with organizations globally.


Executive Search

and Recruitment

We support ambitious companies to source leaders who can shape change through implementing compelling strategies, policies and campaigns across Reputation and Issues Management, Public Affairs/ Government Relations and Stakeholder Engagement. We appoint individuals through to entire teams; from Boards and CEOs through to VPs, Managers and Executives.

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Leadership Development

We empower companies to develop business and leadership capabilities within their organizations through behavioral assessment and data-driven development solutions such as coaching and training. Our Acre Frameworks methodology supports individuals and teams to perform better and with purpose.

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Our Network

We believe the right leadership exists now to solve global challenges and our mission is to convene individuals and organizations to make a collective dent. We bring our community together through events, insightful thought leadership, and compelling networks to create a positive impact on social and environmental objectives.

Meet The Team

  • Fiona Morgan - Sail GP - Testimonial

    ​Last year I worked with Acre to find a new role and as part of the process, I completed a leadership assessment and coaching program. It was amazing to get this added value as part of the process and shows Acre’s commitment to developing and growing talent. The assessment allowed me and my new employer to really understand my strengths and development areas through insight. It was great to ensure I was aligned to the role and wider organisation, culture and values which is critical in the purpose and sustainability field.

    A few months into my role I had a follow-up coaching session and it was really beneficial to stop, reflect and discuss my personal development. This service was a great addition to the recruitment process and I think very beneficial for all involved.​

    Sail GP

    Fiona Morgan, Director of Purpose

    Sail GP
  • VP, Strategy & Development - Generic - Anonymous Feefo Testimonial

    The collaboration with the Acre team was marked by great professionalism, stellar competency and genuine friendliness and advice throughout the entire recruiting assignment. Their support has made the difference in being able to find and hire the most suitable candidate for the role at hand.


    Trusted Customer

  • Andrea Chase - Arbonne International - Testimonial

    Catherine was an incredible ally throughout the hiring process. Her expertise and professionalism is only exceeded by her incredible commitment to finding the right fit for her clients. If only all recruiters were as great as those at Acre! Thank you for making hiring such a breeze.

    Arbonne International

    Andrea Chase, Director - CSR & Sustainability

    Arbonne International
  • Chantell Cooper - Arbonne International - Testimonial

    Quality firm with outstanding service and results!

    I really enjoyed working with Catherine. Very knowledgeable and professional!

    Arbonne International

    Chantell Cooper, Director - Talent Acquisition

    Arbonne International
  • Resourcing Lead - BP - Anonymous Feefo Testimonial

    ​​Acre has been a great partner in helping us fulfill our resourcing requirements. The service we have received from the team is truly that of a partner who understands our business and we are always guaranteed an exceptional personal service which is a rarity in this day and age.


    Resourcing Lead


Spotlight Content

  • A COVID-19 Market Analysis For Sustainability & Safety Professionals

    ​In the midst of the pandemic, society is evolving and adapting at an exponential pace. As recruitment and talent development specialists, we feel uniquely placed to provide insight into the direction that our core markets are taking as we work our way through this changed environment. The first instalment of our Rising Sun series will provide an informative platform to drive purpose-driven agendas forward and to support sustainability and EHS professionals to acclimatize.

    A COVID-19 Market Analysis For Sustainability & Safety Professionals
  • Case Study: VP of Social Responsibility - Lego

    Ambitious sustainable materials and renewable energy targets triggered the expansion of Lego’s Social Responsibility and Engagement Team, and in turn, created the need for an individual who would define Lego’s social and environmental responsibility approach. 

    Case Study: VP of Social Responsibility - Lego
  • The Social Board

    For many company boards, tackling the unmet needs of society is an aspiration that can be delegated to Corporate Social Responsibility teams. They see government as primarily responsible for addressing challenges such as climate change and mental illness, leaving boards to focus on shareholder value. This paper argues otherwise; the relationship between business and society has reached a point where the voice of society needs to be introduced explicitly as a stakeholder in the boardroom.

    The Social Board

Service Overview

The Current Climate:

Due to the climate of economic uncertainty, business model disruption and the speed of connectivity between stakeholders, social, and environmental impacts are more frequent and damaging than ever before. This instability has elevated the 'purpose' agenda and an evolution in the leadership skills, competencies and behaviours that are required to filter risk, identify emerging opportunity, and build confidence among an organization's stakeholders.

Companies require insight into the modern blend of skill and competencies required where performance, purpose, and reputation meet.

  • Performance - Do they have the relevant leadership competencies to do the job (and work cross-functionally) across disciplines?

  • Purpose - Can you help define their organization's role in society and translate the business' external impacts / materials into successful strategy?

  • Reputation - Can they articulate a compelling story to engage and empower a varied group of stakeholders to take desired actions?

The Modern Corporate Affairs Executive

Reputation has been reset. Corporate affairs practitioners now need to be comfortable with ambiguity. They must remain fluid in re-positioning strategic orientation against the shifting backdrop of a highly connected and politicized environment, whilst creating competitive advantage out of challenges, moving from 'defend and protect' to 'engage and lead'.

The function must be a part of the Executive Committee’s decision-making process and seen as a team of ‘trusted advisors.' A recent report cited that 82% of Corporate Affairs VPs attend their firm’s Executive Committee’s meetings, with 42% sitting on the committee itself, in order to help shape strategy.

What are the Skills required?

Practitioners therefore need to provide the crucial link between helping to understand and define the economic opportunities into action-on-the-ground, through both corporate and brand campaigns.

Practitioners need to provide clear and empathetic support to employees and consumers, untangling potentially complex and misguided information into compelling communication and value propositions. This will be directed to a range of stakeholders who will be at various stages of understanding what the organization’s vision is and what it means to them.

They need the credibility to engage with policy makers to shape and influence new legislation. At all levels, they need to be a well-respected figure with gravitas, integrity, influence, and a robust commercial track-record of leadership in order to leverage value from policy.

As coaches, collaborators, and connectors, practitioners need to help set strategy and devolve responsibility into the business.

People want to know what an organization stands for, where it is coming from, and where it wants to get to. Practitioners need to cultivate and articulate a story that captures the culture of the organization, armed with case studies, personal stories and a strong key message. They require the ability to influence and guide key decision makers and stakeholders in the business.

What is the experience required?

Industry experience is not often cited as necessary. It is far more important to have the functional experience across the communications mix. Cross-sector movement is common in corporate affairs and communications.

Practitioners require experience embedding business transformation or change management programs, and the ability to create compelling business cases and positioning initiatives to promote behavioural change. Building alliances through collaboration, influencing, networking with 'opinion formers,' and understanding how they interrelate back to the commercial business strategy.

Why Acre?

Acre, the world’s leading Corporate Affairs and Communications recruitment consultancy has been positioned at the intersection of these conversations since 2007. We empower our clients through executive search and recruitment services, leadership development programs and access to the relevant insights and networks, all with the purpose to bring the right individuals and organizations together. We work on permanent recruitment assignments as well as contract and interim assignments. 

Acre are working in partnership with our in house leadership development tool, Acre Frameworks, to develop a useful competency frameworks to support practitioners in their careers.

Contact Us:

​Get in touch today to discuss our Corporate Affairs Recruitment, Corporate Communications Recruitment and Public Affairs services.